Lead HRBP ($150M, Series C startup)

This role is for one of our partner companies, Series C ($150M raised)

About the role

Emergent is looking for an experienced HR Business Partner Lead to own the people strategy for an aligned business unit.

You’ll work closely with senior leaders to shape the organization, strengthen talent density, and create an exceptional employee experience as we scale. Your scope will include organization design, workforce planning, performance, compensation, retention, and the development of people systems built for rapid growth.

Depending on your experience, you may partner with technology teams or functions such as sales, marketing, and growth.

What you'll own

• Organization design: Define structures, accountabilities, spans, and layers that connect individual contributions to company goals.
• Workforce and talent planning: Translate business priorities into headcount plans, hiring priorities, and talent requirements.
• Retention and employee experience: Use workforce data and employee insights to identify risks and act before they affect the business.
• Performance and compensation: Lead cross-functional performance and compensation processes for your business unit.
• People systems: Build new processes from the ground up and evolve them as the organization scales.
• Leadership partnership: Advise and challenge leaders on organizational, talent, and people decisions.

You’ll likely be a strong fit if you have:

• 10+ years of total experience redesigned an organization of 100+ employees during a period of growth, including changes to structure, spans, layers, or accountabilities.
• Owned the people plan for a business unit, translating its priorities into workforce, hiring, performance, and talent decisions.
• Partnered effectively with finance, talent acquisition, and senior business leaders.
• Built scalable people processes—such as a performance cycle, leveling framework, or onboarding system—from scratch.
• Used data to identify and address retention, engagement, or workforce risks before they escalated.
• Coached managers through performance concerns, organizational changes, and complex employee-relations situations.
• Influenced founders or senior executives, including constructively challenging decisions and changing outcomes through evidence.
• Strong commercial judgment alongside deep HR expertise.